Director, Organizational Development
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We must not include boilerplate like EEO, legal, application instructions, etc. Remove duplicated lines.
We must preserve all substantive information.
Let's extract content:
Intro paragraph: "Calling all originals: At Levi Strauss & Co., you can be yourself — and be part of something bigger. We're a company of people who like to forge our own path and leave the world better than we found it. Who believe that what makes us different makes us stronger. So add your voice. Make an impact. Find your fit — and your future." This is marketing fluff but substantive? Might keep as intro paragraph.
Then: "The Director, Organizational Development is a senior partner reporting to the VP of Organizational Development at LS&Co. As the company continues to strengthen its organizational development (OD) and change management (CM) capabilities, this role will lead key workstreams and help build the frameworks, processes, tools, and practices needed to support long-term success. This position combines strategy and execution, partnering with HR Business Partners (HRBPs), senior leaders, and cross-functional teams to advance organizational effectiveness across a complex, global environment."
Then heading "About The Job" then subheading "Organizational Diagnosis & Design" then bullet list (actually sentences each starting with verb). Let's list them:
- Partner with the VP of OD to develop and enhance organizational development methodologies, frameworks, tools, and ways of working that enable scalable, consistent delivery.
- Collaborate with HRBPs and business leaders to assess organizational effectiveness, identify opportunities, and lead organizational design initiatives that align structures and capabilities with business priorities.
- Support the development of governance models, decision-making frameworks, and operating practices that improve clarity and effectiveness.
- Translate business challenges, organizational insights, and capability gaps into actionable recommendations, business cases, and implementation plans that support informed decision-making.
- Design and facilitate leadership alignment sessions, team effectiveness interventions, and organizational diagnostics to support collaboration and successful change adoption.
- Partner with leaders and HR teams to address the people-related impacts of organizational change, including team transitions, role clarity, and restructuring efforts.
- Evaluate the effectiveness of OD initiatives and continuously improve programs through feedback, data, and ongoing assessment.
- No direct reports reporting into this role.
That last is a note.
Then "About You" then bullet list:
- Bachelor's degree in Organizational Development, Organizational Psychology, Business, Human Resources, or a related field required; advanced degree ideal.
- 8+ years of experience in organizational development, organizational design, change management, team effectiveness, or related disciplines.
- Experience supporting large-scale transformation initiatives.
- Demonstrated success building, enhancing, or implementing OD and change management practices, including frameworks, governance approaches, and operating models.
- Strong knowledge of organizational development and change management methodologies, with the ability to apply them effectively in matrixed environments.
- Experience influencing stakeholders and advising leaders across multiple organizational levels.
- Strong facilitation skills with experience supporting leadership teams, group dynamics, and organizational effectiveness initiatives.
- Proven ability to drive complex, multi-stakeholder projects from assessment through implementation, ideally within global organizations.
- Experience integrating change management efforts with learning and development, communications, talent, and HR teams.
- Appreciation for working across cultures, perspectives, and global teams.
- Experience in retail, consumer goods, consulting is helpful.
- Familiarity with assessment and team effectiveness tools such as Hogan, MBTI, DiSC, or similar frameworks.
- Interest in leveraging automation, AI, and emerging technologies to enhance organizational development, change management, stakeholder engagement, and data-driven decision-making.
Then "Success Profile Builder's mindset – enjoys creating structure, processes, and capabilities that help people and organizations succeed.
Strategic focus – able to balance long-term thinking with practical execution and measurable outcomes.
Trusted partner – builds strong relationships, influences without direct authority, and fosters alignment across stakeholders.
Comfortable with ambiguity – brings clarity, prioritization, and thoughtful solutions in evolving environments.
People-focused and collaborative – supports the growth, development, and success of individuals, teams, and leaders.
Future-oriented – embraces continuous learning and explores innovative approaches to organizational development and change management."
Then "This is a remote role."
Then salary: "The expected starting salary range for this role is $148,600 - $245,400 per year. We may ultimately pay more or less than the posted range based on the location of the role. The amount a particular employee will earn within the salary range will be based on factors such as relevant education, qualifications, performance and business needs."
Then benefits: "Levi Strauss & Co. (LS&Co.) offers a total rewards package that includes base pay, incentive plans, 401(k) matching, paid leave, health insurance, product discounts, and more designed to help you and your family stay healthy, meet your financial goals, and balance the demands of your work and personal life. Available benefits and incentive compensation vary depending upon the specifics of the role; details relating to a specific role will be made available upon request. Read more about our benefits here."
Then location: "LOCATION Remote - USA". Also "FULL TIME/PART TIME Full time". Also "FILL DATE This position is expected to be filled by 10/27/2026." Also "Current LS&Co Employees, apply via your Workday account." That's application instruction; we should remove application instructions. Also remove EEO etc.
We need to keep location, schedule, fill date? Fill date maybe considered metadata but not boilerplate; we can include as short paragraph.
We must not include headings for Pay/Schedule/Benefits unless posting actually states them. It does state salary range, benefits, remote role, full time. So we can include those sections.
We need to avoid filler like "commensurate with experience". Not present.
We need to output only HTML fragment.
Structure: maybe start with a
for intro fluff. Then
About the Role
then describing the role summary (the paragraph after intro). Then
Responsibilities
with - list of the Organizational Diagnosis & Design bullets (including the no direct reports note). Then
Requirements
with - list of About You bullets. Then
Skills
with - list of Success Profile bullets. Then
Benefits
with benefits paragraph. Then
Pay
with salary range paragraph. Then
Schedule
with remote role and full time. Then maybe
Location
with Remote - USA. Then
Expected Fill Date
with Expected to be filled by 10/27/2026.
We must ensure we don't repeat job title as heading. We used About the Role etc. That's fine.
Check for any duplicated lines: we have not duplicated.
We must not include any markdown fences.
Now produce HTML.
Let's craft.
Intro paragraph: maybe combine the first fluff and role summary? Could separate.
We'll do:
Calling all originals: At Levi Strauss & Co., you can be yourself — and be part of something bigger. We're a company of people who like to forge our own path and leave the world better than we found it. Who believe that what makes us different makes us stronger. So add your voice. Make an impact. Find your fit — and your future.
The Director, Organizational Development is a senior partner reporting to the VP of Organizational Development at LS&Co. As the company continues to strengthen its organizational development (OD) and change management (CM) capabilities, this role will lead key workstreams and help build the frameworks, processes, tools, and practices needed to support long-term success. This position combines strategy and execution, partnering with HR Business Partners (HRBPs), senior leaders, and cross-functional teams to advance organizational effectiveness across a complex, global environment.
Then sections.
Responsibilities list:
- Partner with the VP of OD to develop and enhance organizational development methodologies, frameworks, tools, and ways of working that enable scalable, consistent delivery.
- Collaborate with HRBPs and business leaders to assess organizational effectiveness, identify opportunities, and lead organizational design initiatives that align structures and capabilities with business priorities.
- Support the development of governance models, decision-making frameworks, and operating practices that improve clarity and effectiveness.
- Translate business challenges, organizational insights, and capability gaps into actionable recommendations, business cases, and implementation plans that support informed decision-making.
- Design and facilitate leadership alignment sessions, team effectiveness interventions, and organizational diagnostics to support collaboration and successful change adoption.
- Partner with leaders and HR teams to address the people-related impacts of organizational change, including team transitions, role clarity, and restructuring efforts.
- Evaluate the effectiveness of OD initiatives and continuously improve programs through feedback, data, and ongoing assessment.
- No direct reports reporting into this role.
Requirements list:
- Bachelor's degree in Organizational Development, Organizational Psychology, Business, Human Resources, or a related field required; advanced degree ideal.
- 8+ years of experience in organizational development, organizational design, change management, team effectiveness, or related disciplines.
- Experience supporting large-scale transformation initiatives.
- Demonstrated success building, enhancing, or implementing OD and change management practices, including frameworks, governance approaches, and operating models.
- Strong knowledge of organizational development and change management methodologies, with the ability to apply them effectively in matrixed environments.
- Experience influencing stakeholders and advising leaders across multiple organizational levels.
- Strong facilitation skills with experience supporting leadership teams, group dynamics, and organizational effectiveness initiatives.
- Proven ability to drive complex, multi-stakeholder projects from assessment through implementation, ideally within global organizations.
- Experience integrating change management efforts with learning and development, communications, talent, and HR teams.
- Appreciation for working across cultures, perspectives, and global teams.
- Experience in retail, consumer goods, consulting is helpful.
- Familiarity with assessment and team effectiveness tools such as Hogan, MBTI, DiSC, or similar frameworks.
- Interest in leveraging automation, AI, and emerging technologies to enhance organizational development, change management, stakeholder engagement, and data-driven decision-making.
Skills list (Success Profile):
- Builder's mindset – enjoys creating structure, processes, and capabilities that help people and organizations succeed.
- Strategic focus – able to balance long-term thinking with practical execution and measurable outcomes.
- Trusted partner – builds strong relationships, influences without direct authority, and fosters alignment across stakeholders.
- Comfortable with ambiguity – brings clarity, prioritization, and thoughtful solutions in evolving environments.
- People-focused and collaborative – supports the growth, development, and success of individuals, teams, and leaders.
- Future-oriented – embraces continuous learning and explores innovative approaches to organizational development and change management.
for prose. We must not include boilerplate like EEO, legal, application instructions, etc. Remove duplicated lines. We must preserve all substantive information. Let's extract content: Intro paragraph: "Calling all originals: At Levi Strauss & Co., you can be yourself — and be part of something bigger. We're a company of people who like to forge our own path and leave the world better than we found it. Who believe that what makes us different makes us stronger. So add your voice. Make an impact. Find your fit — and your future." This is marketing fluff but substantive? Might keep as intro paragraph. Then: "The Director, Organizational Development is a senior partner reporting to the VP of Organizational Development at LS&Co. As the company continues to strengthen its organizational development (OD) and change management (CM) capabilities, this role will lead key workstreams and help build the frameworks, processes, tools, and practices needed to support long-term success. This position combines strategy and execution, partnering with HR Business Partners (HRBPs), senior leaders, and cross-functional teams to advance organizational effectiveness across a complex, global environment." Then heading "About The Job" then subheading "Organizational Diagnosis & Design" then bullet list (actually sentences each starting with verb). Let's list them: - Partner with the VP of OD to develop and enhance organizational development methodologies, frameworks, tools, and ways of working that enable scalable, consistent delivery. - Collaborate with HRBPs and business leaders to assess organizational effectiveness, identify opportunities, and lead organizational design initiatives that align structures and capabilities with business priorities. - Support the development of governance models, decision-making frameworks, and operating practices that improve clarity and effectiveness. - Translate business challenges, organizational insights, and capability gaps into actionable recommendations, business cases, and implementation plans that support informed decision-making. - Design and facilitate leadership alignment sessions, team effectiveness interventions, and organizational diagnostics to support collaboration and successful change adoption. - Partner with leaders and HR teams to address the people-related impacts of organizational change, including team transitions, role clarity, and restructuring efforts. - Evaluate the effectiveness of OD initiatives and continuously improve programs through feedback, data, and ongoing assessment. - No direct reports reporting into this role. That last is a note. Then "About You" then bullet list: - Bachelor's degree in Organizational Development, Organizational Psychology, Business, Human Resources, or a related field required; advanced degree ideal. - 8+ years of experience in organizational development, organizational design, change management, team effectiveness, or related disciplines. - Experience supporting large-scale transformation initiatives. - Demonstrated success building, enhancing, or implementing OD and change management practices, including frameworks, governance approaches, and operating models. - Strong knowledge of organizational development and change management methodologies, with the ability to apply them effectively in matrixed environments. - Experience influencing stakeholders and advising leaders across multiple organizational levels. - Strong facilitation skills with experience supporting leadership teams, group dynamics, and organizational effectiveness initiatives. - Proven ability to drive complex, multi-stakeholder projects from assessment through implementation, ideally within global organizations. - Experience integrating change management efforts with learning and development, communications, talent, and HR teams. - Appreciation for working across cultures, perspectives, and global teams. - Experience in retail, consumer goods, consulting is helpful. - Familiarity with assessment and team effectiveness tools such as Hogan, MBTI, DiSC, or similar frameworks. - Interest in leveraging automation, AI, and emerging technologies to enhance organizational development, change management, stakeholder engagement, and data-driven decision-making. Then "Success Profile Builder's mindset – enjoys creating structure, processes, and capabilities that help people and organizations succeed. Strategic focus – able to balance long-term thinking with practical execution and measurable outcomes. Trusted partner – builds strong relationships, influences without direct authority, and fosters alignment across stakeholders. Comfortable with ambiguity – brings clarity, prioritization, and thoughtful solutions in evolving environments. People-focused and collaborative – supports the growth, development, and success of individuals, teams, and leaders. Future-oriented – embraces continuous learning and explores innovative approaches to organizational development and change management." Then "This is a remote role." Then salary: "The expected starting salary range for this role is $148,600 - $245,400 per year. We may ultimately pay more or less than the posted range based on the location of the role. The amount a particular employee will earn within the salary range will be based on factors such as relevant education, qualifications, performance and business needs." Then benefits: "Levi Strauss & Co. (LS&Co.) offers a total rewards package that includes base pay, incentive plans, 401(k) matching, paid leave, health insurance, product discounts, and more designed to help you and your family stay healthy, meet your financial goals, and balance the demands of your work and personal life. Available benefits and incentive compensation vary depending upon the specifics of the role; details relating to a specific role will be made available upon request. Read more about our benefits here." Then location: "LOCATION Remote - USA". Also "FULL TIME/PART TIME Full time". Also "FILL DATE This position is expected to be filled by 10/27/2026." Also "Current LS&Co Employees, apply via your Workday account." That's application instruction; we should remove application instructions. Also remove EEO etc. We need to keep location, schedule, fill date? Fill date maybe considered metadata but not boilerplate; we can include as short paragraph. We must not include headings for Pay/Schedule/Benefits unless posting actually states them. It does state salary range, benefits, remote role, full time. So we can include those sections. We need to avoid filler like "commensurate with experience". Not present. We need to output only HTML fragment. Structure: maybe start with a
for intro fluff. Then
About the Role
thendescribing the role summary (the paragraph after intro). Then
Responsibilities
with- list of the Organizational Diagnosis & Design bullets (including the no direct reports note). Then
Requirements
with- list of About You bullets. Then
Skills
with- list of Success Profile bullets. Then
Benefits
withbenefits paragraph. Then
Pay
withsalary range paragraph. Then
Schedule
withremote role and full time. Then maybe
Location
withRemote - USA. Then
Expected Fill Date
withExpected to be filled by 10/27/2026. We must ensure we don't repeat job title as heading. We used About the Role etc. That's fine. Check for any duplicated lines: we have not duplicated. We must not include any markdown fences. Now produce HTML. Let's craft. Intro paragraph: maybe combine the first fluff and role summary? Could separate. We'll do:
Calling all originals: At Levi Strauss & Co., you can be yourself — and be part of something bigger. We're a company of people who like to forge our own path and leave the world better than we found it. Who believe that what makes us different makes us stronger. So add your voice. Make an impact. Find your fit — and your future.
The Director, Organizational Development is a senior partner reporting to the VP of Organizational Development at LS&Co. As the company continues to strengthen its organizational development (OD) and change management (CM) capabilities, this role will lead key workstreams and help build the frameworks, processes, tools, and practices needed to support long-term success. This position combines strategy and execution, partnering with HR Business Partners (HRBPs), senior leaders, and cross-functional teams to advance organizational effectiveness across a complex, global environment.
Then sections. Responsibilities list:- Partner with the VP of OD to develop and enhance organizational development methodologies, frameworks, tools, and ways of working that enable scalable, consistent delivery.
- Collaborate with HRBPs and business leaders to assess organizational effectiveness, identify opportunities, and lead organizational design initiatives that align structures and capabilities with business priorities.
- Support the development of governance models, decision-making frameworks, and operating practices that improve clarity and effectiveness.
- Translate business challenges, organizational insights, and capability gaps into actionable recommendations, business cases, and implementation plans that support informed decision-making.
- Design and facilitate leadership alignment sessions, team effectiveness interventions, and organizational diagnostics to support collaboration and successful change adoption.
- Partner with leaders and HR teams to address the people-related impacts of organizational change, including team transitions, role clarity, and restructuring efforts.
- Evaluate the effectiveness of OD initiatives and continuously improve programs through feedback, data, and ongoing assessment.
- No direct reports reporting into this role.
- Bachelor's degree in Organizational Development, Organizational Psychology, Business, Human Resources, or a related field required; advanced degree ideal.
- 8+ years of experience in organizational development, organizational design, change management, team effectiveness, or related disciplines.
- Experience supporting large-scale transformation initiatives.
- Demonstrated success building, enhancing, or implementing OD and change management practices, including frameworks, governance approaches, and operating models.
- Strong knowledge of organizational development and change management methodologies, with the ability to apply them effectively in matrixed environments.
- Experience influencing stakeholders and advising leaders across multiple organizational levels.
- Strong facilitation skills with experience supporting leadership teams, group dynamics, and organizational effectiveness initiatives.
- Proven ability to drive complex, multi-stakeholder projects from assessment through implementation, ideally within global organizations.
- Experience integrating change management efforts with learning and development, communications, talent, and HR teams.
- Appreciation for working across cultures, perspectives, and global teams.
- Experience in retail, consumer goods, consulting is helpful.
- Familiarity with assessment and team effectiveness tools such as Hogan, MBTI, DiSC, or similar frameworks.
- Interest in leveraging automation, AI, and emerging technologies to enhance organizational development, change management, stakeholder engagement, and data-driven decision-making.
- Builder's mindset – enjoys creating structure, processes, and capabilities that help people and organizations succeed.
- Strategic focus – able to balance long-term thinking with practical execution and measurable outcomes.
- Trusted partner – builds strong relationships, influences without direct authority, and fosters alignment across stakeholders.
- Comfortable with ambiguity – brings clarity, prioritization, and thoughtful solutions in evolving environments.
- People-focused and collaborative – supports the growth, development, and success of individuals, teams, and leaders.
- Future-oriented – embraces continuous learning and explores innovative approaches to organizational development and change management.
- list of Success Profile bullets. Then
- list of About You bullets. Then